New hires bring energy and potential - but they’re also adjusting to a new environment, team norms, and expectations. Develop can help tailor support as long as it's introduced at the right moment and in the right way.
When to Use Develop with New Hires
Best Practice: Introduce Develop after the new hire has passed the most intense onboarding phase.
Wait until they’ve had time to get their bearings - typically 30 to 90 days, depending on your organization’s ramp-up period. This ensures:
Their results reflect authentic work behavior, not onboarding stress.
They’re better equipped to reflect on the insights with context.
It avoids misinterpreting early behaviors as fixed tendencies.
How to Use Develop in Onboarding
1. Light First Touch
Start exploratory. Frame it as a tool for insight - not evaluation.
Say: “This isn’t a test. It’s a way to better understand what comes naturally to you, and where you might want more support.”
2. Use Results to Personalize Support
High-effort areas can spotlight where check-ins, structure, or coaching may help.
Natural strengths can inform task assignments or onboarding buddy pairings.
3. Help Them Build Awareness
Prompt gently: “Is there anything here that matches how you’ve felt in the role so far?”
Encourage reflection and invite questions - this isn't one-and-done.
4. Ease Into Goal Setting
Skip immediate goal-setting. Instead, let Develop spark conversation.
Invite them to add a goal once they’re ready to take action.
Why Timing and Framing Matter
Many users confuse Develop with selection assessments. Clarify that this is for growth - not grading.
Deliberate timing reduces overwhelm and increases trust.
Phased rollouts (versus mass sends) build engagement and make the experience feel personalized.
Managers should model use and be prepared to support results interpretation.